The case for internal HR consulting

For organizations to achieve true organizational effectiveness, training and development can no longer exist in isolation. Instead, HR practitioners must meld T&D into larger issues of performance and organizational structure — enter the internal HR consultant.

By Jayne Jackson

02/12/2001|Canadian HR Reporter|Last Updated: 02/09/2001

Those with experience in human resources will probably agree that times have changed.

Fifteen years ago, “personnel” employees were seen as the paper-pushers, responsible for administering payroll and benefits, and doing “nice” things to boost employee morale. “Personnel” wrote the policies — and enforced them.

Over the next 10 years, as the field of “human resources” developed, we still had to handle these roles while at the same time developing programs to help organizations run more smoothly and to ensure that employees had the right tools and skills to get their work done.